until you interview for a position, chances are you'll have only a limited understanding of the details and responsibilities of the position being targeted. So how can you address fair compensation when you don't have all the information?
Equally, the interviewer needs an opportunity to learn what you bring to the table (what you have to offer - the potential values and benefits of hiring you), or he or she can't effectively address appropriate compensation with you. Instead, he or she can only address what has been budgeted for the position. (For a primer on salary negotiation, or to determine your current market worth, see article on Salary Negotiation.)
This lack of information on both sides makes salary negotiation ineffective and premature, prior to the interview stage.
While it's tempting for some candidates to include a salary range or expectation ("It will save me from interviewing for jobs for which I’m overqualified"), doing so can severely limit your opportunities. If you provide a salary range that’s too high or too low, prior to an interview, you reduce your negotiation power and possibly remove the opportunity of being offered the position altogether. The bottom line is this: if it’s not asked, don’t volunteer.
Most companies will have an established salary budget for any available position, but these budgets can be flexible, depending on a particular candidate’s unique skill set and offering. For example, a candidate who brings unique skills to the table, skills that can be utilized and will benefit the company (outside the duties already established for the position), may see the budget range broadened to include these skills and their potential benefits. career job,
By Sue Campbell
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